Advice from Joanne Rowney, Associate Consultant, Working Transitions.

Tough times and tough decisions over the past few years have led to cutbacks for many organisations, with displaced employees bearing the brunt.

Being made redundant is a shock for many: reactions can swing from disbelief and anger to grief and fear, with many taking a knock in confidence. Employers may explain the decision isn't personal, but the loss of income, daily routine, and sense of purpose can be devastating.

The shock can be paralysing, with some ex-employees feeling confused about how to move on - yet positive action is what's needed to find a new role.

That's why it's so essential for caring and ethical organisations to support their outplaced employees. Outplacement Support and Career Coaching can be a lifeline, rebuilding shattered confidence – which, in turn, kindles motivation, optimism, excitement for a future career, and, most importantly, action.

It helps employees at a crossroads clarify their transferable skills and available options. It enables long-term employees who often mentally devalue established skills or take them for granted to recognise their achievements and worth.

If you don't offer dedicated outplacement support within your organisation, it's worth outsourcing. Time and time again, I've seen that expert career support from someone who cares, combined with the very best tools and resources, gives participants the confidence and competitive edge that makes all the difference. Working Transitions have supported businesses and their employees with workplace transition for many years. They tailor their outplacement solutions to individual and organisational needs, requirements and objectives.

What should good outplacement support cover?

1. Self-evaluation and Career Planning - This starts with participants genuinely reflecting and planning their next move based on what they love, what they're good at, their circumstances, and the work/life balance they want to achieve. This understanding prevents knee-jerk reactions and wrong decisions. Instead, confidence and excitement build when participants have a clear view of what's possible.
2. Job search skills – Helping participants understand the best tools and approaches to research potential positions, exploring possibilities they may not have considered before.
3. CV Preparation - With this new clarity, participants are better placed to create a CV focusing on core and transferable skills/competencies, standout achievements, and their impact on the workplace overall. The process will improve confidence levels and build pride.
4. Tailored Cover Letter - Next comes support to create a tailored cover letter — selling the participant and ticking the required boxes so Hiring Managers can move to the interview quickly.
5. Interview Preparation This phase helps participants build strong examples to illustrate points captured in their CV and cover letter and articulate their worth in an interview.

With this support, employers can feel confident they're providing participants with the best possible support towards securing that all-important job offer. The truth is everyone needs a coach now and again. So contact at Sue at Working Transitions on 01604 744 101 or email [email protected]